Every employee has unique needs to be led and supported at work. This fundamental principle forms the foundation of situational leadership theory—that employees require different forms of leadership at different points along their employee journey, and managers can be more effective by adapting to these needs.
Situational leadership is a win-win for leaders and employees. Not only does it support team engagement and performance, but it also helps people managers effectively lead their employees through change, uncertainty, and a host of other business challenges.
How Situational Leadership Theory Works in Practice
There are a few situational leadership theories, but the most widely recognized is the Hersey-Blanchard Situational Leadership Theory. In 1969, Paul Hersey and Ken Blanchard developed a model based on the idea that leaders must first diagnose an employee’s readiness to perform a task before leading them through it. According to their model, strong situational leaders consider an employee’s experience level, learning style, personality, and motivation level, and adjust their leadership style accordingly. They also consider factors such as the work environment and the organization as a whole.
Under the situational leadership model, managers don’t use a one-size-fits-all leadership style and the same approach for all their direct reports; they know how and when to use one of the following leadership styles depending on the employee’s needs and the situation:
- Directing: Providing a higher level of supervision and frequent guidance, for example, with a new team member
- Coaching: Providing communication and reassurance to help employees overcome an obstacle or strengthen specific skills
- Supporting: Working with employees to help them build confidence or boost their commitment to a specific task
- Delegating. Empowering capable, motivated employees to take on responsibilities and projects from start to finish
So, for example, when a manager practices situational leadership, they may use a directing leadership style with new hires, providing extensive guidance and supervision. However, with a seasoned employee likely to view the extra supervision as micromanagement, the manager considers the employee’s advanced capabilities and uses a more hands-off, delegating style. Moreover, during times of crisis or significant disruption, a manager may notice that employees are apprehensive or uncertain about the next steps to take, and may adopt a coaching or supportive leadership style.
The Benefits of Developing Situational Leaders
Situational leadership helps leaders see there are many paths to supporting employee performance and development. As Marcia Mueller, IMPACT Group’s VP of Global Leadership, notes, “Building an awareness of self and others is necessary to understand the situation and people’s needs.”
When leaders build this awareness and practice situational leadership, your organization gains the following:
1. Adaptable leaders and employees
At a time when most organizations face volatility, uncertainty, complexity, and ambiguity (VUCA), managing change is an undeniable reality for leaders. However, with strong situational leadership skills, managers can lead their teams through change more successfully. By adjusting their leadership style to help employees adapt to changes in the work environment, manage new job responsibilities, and overcome a variety of obstacles, they cultivate more flexible and resilient employees.
2. Highly-engaged employees
Leaders who tailor their leadership style to meet each employee’s needs demonstrate an understanding of employees’ unique challenges, helping them feel supported and valued. For many employees, this often translates to higher engagement at work and increased motivation to stay. One research study found that situational leadership positively impacted employee engagement and motivation, where employees were more enthusiastic and devoted to their work.
3. Empowered employees
Adjusting their leadership style to match each employee’s needs allows managers to meet employees where they are. They provide as much or as little direction, coaching, and support as employees need to perform at their best. As a result, employees receive the right level of empowerment in alignment with their abilities and motivation to perform.
Bring Situational Leadership Expertise to Your Workplace
Quality leadership enhances employee engagement, retention, and adaptability, but if leaders know only one way to manage, those benefits can quickly fade. In fact, research found that 82% of employees said they would consider quitting because of an underdeveloped manager.
To meet employees’ unique needs and help them succeed in a variety of scenarios, leaders at all levels must possess the necessary emotional intelligence, communication, and change management skills. Link Learn Coach™ builds these skills by combining online learning with personalized coaching, ensuring your leaders are effectively trained to lead in just eight weeks. Contact us to discover how this powerful solution can help boost leadership competency in your workforce.